Regis Chasse, a friend at Cap Gemini’s learning, has researched and written about digital learning.
Three key takeaways are digital learning, business games and online communities:
- Employees are overwhelmed, distracted and impatient. Flexibility on where and when they learn is increasingly important. They want to learn from their peers and managers, just as much as they want to learn from experts. They are taking more control over their own development (Bersin, 2015).
- Digital learning is: ubiquitous, on-demand, in context, personalized, self-directed, relevant, engaging, experiential, and continuous;
- 70/20/10 = job / interactions / formal = experience / exposure / education (EFMD, 2014; Ullrich, 2010).
- Gamification provides sustained engagement and attention from learners in a contextualized, yet competitive environment (TechnoVision, 2015).
- Simulations place learning “situated in action,” which develops an employee’s social and cognitive abilities.
- Online communities allow users to exchange experiences and access opinions.
- Ivanova (2008): blogs, wikis, podcasts, social bookmarking, mash-ups, RSS and social media enable and encourage informal conversations, collaborative content generation, and the sharing of information, giving learners access to a vast array of ideas and representations of knowledge.
- Information navigation is key literacy in the digital age. Many knowledge workers waste a lot of time searching for information.
Is your company leveraging digital learning?
